Talent Management
Final Exam Questions
Course Introduction
Talent Management explores the strategic processes involved in attracting, developing, retaining, and utilizing people with the skills and potential to meet organizational objectives. The course examines best practices in workforce planning, recruitment, performance management, succession planning, and employee engagement. Through case studies and practical methodologies, students will develop the ability to align talent strategies with business goals, leverage data-driven approaches to manage human capital, and address challenges such as diversity, leadership development, and changing labor market dynamics. This course is essential for students aspiring to advance careers in human resource management and leadership roles.
Recommended Textbook
Managing Performance through Training and Development 6th Edition by Alan M Saks
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Chapter 1: The Training and Development Process
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Sample Questions
Q1) A high-performance work system is a rational and scientific model of the training and development process that consists of a needs analysis,training design and delivery,and training evaluation.
A)True
B)False
Answer: False
Q2) Which of the following is NOT a benefit to society from training and development?
A) higher levels of education
B) greater economic prosperity
C) better work-life balance
D) improved standard of living
Answer: C
Q3) Using the TD example described in the chapter,identify and describe how TD Canada Trust used the ISD model in its Robbery Prevention and Awareness program.
Answer: Students will need to apply/identify/link the ISD model to the training program at TD Canada Trust
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Chapter 2: Organizational Learning
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Sample Questions
Q1) Intellectual capital is an organization's knowledge,experience,relationships,process discoveries,innovations,market presence,and community influence.
A)True
B)False
Answer: True
Q2) Define "communities of practice," provide an example of a community of practice,and explain their importance to organizational learning. Answer: "Communities of practice" are networks of people who work together and regularly share information and knowledge.Examples would include best practice teams or apprenticeships.Communities of practice are important to organizational learning because learning is social and knowledge will not be valued unless there is a shared understanding of its importance.
Q3) According to the Conference Board of Canada,approximately 61 percent of Canadian companies have in place procedures ensuring that knowledge is codified,stored,and freely shared amongst employees.
A)True
B)False
Answer: False
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4
Chapter 3: Learning and Motivation
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Sample Questions
Q1) List and briefly describe the four characteristics goals must have in order to be motivational.
Answer: In order for a goal to be motivational,it must be specific in terms of its level and time frame,challenging enough to be difficult but not impossible to achieve,be accompanied by feedback in order to know whether or not progress is being made,and finally there must be a commitment to achieving the goal.
Q2) Given that individuals have learning style preferences,better learning outcomes take place when only preferred learning styles are used in the learning process.
A)True
B)False
Answer: False
Q3) The famous psychologist B.F.Skinner used the terms negative reinforcement and punishment synonymously.
A)True
B)False
Answer: False
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Chapter 4: The Needs Analysis Process
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Sample Questions
Q1) There are six steps in a person analysis including identify the target jobs,obtain job descriptions,develop rating scales,survey a sample of job incumbents,analyze and interpret the information,and provide feedback on the results.
A)True
B)False
Q2) Which statement best describes the needs analysis process?
A) it is the least important step in the training and development process
B) it is a critical step designed to identify gaps in individual and organizational performance
C) it identifies cost inefficiencies, yet it is silent on potential solutions to individual and organizational performance
D) it collects data and information from management on skills and knowledge deficiencies in an organization
Q3) One of the obstacles facing trainers is the belief by many managers that resources should be used for training activities - choosing action over analysis.
A)True
B)False
Q4) Identify and briefly describe the three steps in the person analysis process.
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Chapter 5: Training Design
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Sample Questions
Q1) How many elements are given in a training objective that states "The call centre operator will be able to handle 20 inbound calls per day during his/her regular shift,using customer information software,and will be able to generate $850 in incremental revenue from new customers"?
A) 2
B) 3
C) 4
D) 5
Q2) Which university did Enbridge partner with to deliver an in-house leadership program?
A) Richard Ivey School of Business at the University of Western Ontario
B) Rotman School of Management at the University of Toronto
C) Queen's University School of Business
D) School of Management at Dalhousie University
Q3) The advantages of packaged training programs are high quality,immediate delivery,ancillary services,the potential to customize the package to the organization,and extensive testing,yet they are often more expensive than internally developed programs.
A)True
B)False
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Chapter 6: Off-The-Job Training Methods
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Sample Questions
Q1) Duane decides to use two different instructional methods to facilitate learning outcomes during a one-hour session.He wants to supplement discussion with another method.Which of the following would NOT be an appropriate pairing with discussion?
A) lecture
B) case incident
C) action learning
D) videos
Q2) What method would you recommend the Canadian Armed Forces use to decrease driving accidents associated with its armoured vehicle units?
A) role play
B) lecture
C) simulation
D) observation
Q3) The most important determinant of training method choice should be based on the objectives and learning outcomes required of the training program.
A)True
B)False
Q4) List at least five purposes or benefits of using the discussion method.
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Chapter 7: On-The-Job Training Methods
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Sample Questions
Q1) The most widely used on-the-job training method is the lecture.
A)True
B)False
Q2) The supervisor allows the trainee to complete the entire job during job instruction training.What type of intervention should the supervisor use to encourage successful job completion with appropriate behaviours by the trainee?
A) reinforce correct behaviour
B) determine the level of comprehension
C) encourage questions
D) tell why, as well as how
Q3) Judy,a business school associate dean,decides she wants to have more exposure to how her professors engage students in the classroom.What approach to on-the-job training should Judy use?
A) view and provide feedback
B) following Nellie
C) job aid
D) coaching
Q4) Identify and describe some of the benefits associated with using on-the-job training methods?
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Chapter 8: Technology-Based Training Methods
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Sample Questions
Q1) Which of the following is NOT a design principle for computer-based training?
A) multimedia principle
B) contiguity principle
C) modality principle
D) customization principle
Q2) A review of 96 studies that compared classroom training to computer-based training concluded that both training approaches are equally effective.The only exception appears to indicate that classroom instruction is more effective in declarative knowledge acquisition.
A)True
B)False
Q3) A wiki is a webpage that is collaborative in design,where users share,contribute and modify information.
A)True
B)False
Q4) Sophisticated multimedia programs can be costly.Some estimates reference that it may take 300 hours of development time to produce one hour of instruction.
A)True
B)False
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Chapter 9: Training Delivery
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Sample Questions
Q1) A trainability test is a test that measures how much content has been retained by the trainee shortly after completion of a training program.
A)True
B)False
Q2) What are the most important criteria when deciding to segregate or include different levels of employees in the same training session?
A) the level of education and experience of trainees
B) the type of industry and previous training practices
C) security risks and type of industry
D) organizational culture and the current rapport between different levels in the organization
Q3) In order to be conducive to learning,a training site should be comfortable in terms of space,lighting,and temperature.
A)True
B)False
Q4) Describe how a lesson plan can play a role in implementing a training program.
Q5) Most common training delivery problems fit into one of three basic themes.Identify the three themes and provide one problem example for each.
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Chapter 10: Transfer of Training
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Sample Questions
Q1) If stimulus variability enables greater generalization of new skills,what type of transfer is especially important?
A) near transfer
B) far transfer
C) horizontal transfer
D) vertical transfer
Q2) What has been a significant predictor of positive transfer where trainees effectively apply their new knowledge,skills,and attitudes acquired in training on the job?
A) training motivation
B) motivation to transfer
C) cognitive ability
D) job attitudes
Q3) What are the two specific characteristics of the post-training environment that appear to have the greatest impact on trainees' ability to apply newly learned skills?
A) manager and peer support
B) learning environment and available rewards
C) available rewards and self-efficacy
D) trainees' level of experience and peer support
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12
Chapter 11: Training Evaluation
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Sample Questions
Q1) The main reason procedural learning measures are NOT often used is centred on the level of complexity required.
A)True B)False
Q2) The "pre-post design with control group" data collection method answers two basic questions: Did trainees change? And,was training responsible for that change?
A)True B)False
Q3) Which of the following is NOT a criticism of Kirkpatrick's hierarchical evaluation model?
A) Several authors have challenged the validity of the hierarchical nature of the model.
B) The model does not offer a solution if and when a program fails to deliver on objectives.
C) The model requires that all training evaluation processes use the same variables.
D) The model offers a fairly straightforward framework for evaluating training.
Q4) Identify and briefly describe the four categories of the COMA training evaluation model.
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13
Chapter 12: The Costs and Benefits of Training Programs
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Sample Questions
Q1) Overhead costs are usually allocated to each training initiative.
A)True
B)False
Q2) Briefly describe at least three reasons why many managers avoid the costing process when it comes to training.
Q3) In a survey conducted by the Conference Board of Canada,what percentage of companies in Canada conduct training evaluations to determine the bottom-line impact of training initiatives?
A) 21 percent
B) 36 percent
C) 66 percent
D) 76 percent
Q4) A return on investment ratio of 1:.50 means that for every 50 cents invested in a training program,$1.00 will be returned to the company.
A)True
B)False
Q5) Explain the differences between cost-effectiveness evaluation and cost-benefit evaluation.
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Page 14
Chapter 13: Training Programs
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Sample Questions
Q1) What was Bayshore's three-year goal for its diversity strategy?
A) to hire more Aboriginals, visible minorities, and people with disabilities
B) to recruit and select new immigrants to broaden the workforce and better represent the community
C) to ensure the company meets all federal labour standards, including language competences and employee mix
D) to drive greater profitability by broadening the labour pool, particularly nursing staff
Q2) The level of cross-cultural training rigour required for a foreign assignment is linked to three dimensions: communication toughness,cultural toughness,and the expatriate's mental toughness.
A)True
B)False
Q3) Team training focuses on two general types of skills including behavioural skills and teamwork skills.
A)True
B)False
Q4) What specifically are areas that TQM requires employees to be trained in?
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Chapter 14: Management Development
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Sample Questions
Q1) Management education refers to the acquisition of a broad range of managerial knowledge and general conceptual abilities.
A)True
B)False
Q2) According to the textbook,what is one key difference between coaching and mentoring?
A) the level of HR support
B) the scope of intervention
C) the level of energy required
D) mentors tend to be external to the company
Q3) The authors of this textbook support the notion that leadership is a function of senior organizational leadership.
A)True
B)False
Q4) Coaching and mentoring are two management development approaches targeting the same short-term outcome.The main difference is the scope of the intervention: coaching is broad while mentoring is more focus on a specific skill set.
A)True
B)False
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Chapter 15: The Evolution and Future of Training and Development
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Sample Questions
Q1) The usage of external providers of training and development services is referenced in the textbook as in-housing sourcing.
A)True
B)False
Q2) A trainer claims a training program will provide an organization with a ROI of 500 percent in order to secure a training contract.In fact,the training program provides,in a best case scenario,a ROI of only 5 percent.This fact is known to the trainer prior to training.According to Lowman,which ethical guideline has this trainer violated?
A) voluntary consent
B) values
C) competency
D) cost-effectiveness
Q3) Outsourcing does have certain risks such as a loss of control and potential lack of congruency between the training program and desired outcomes.
A)True
B)False
Q4) Define and discuss the ethics of training and development.
Q5) Describe the benefits and risks of outsourcing of training.
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